Fractional Talent Leadership. Abu Dhabi.

Talent leadership, built for what comes next.

Senior fractional TA leadership for founders, scale-ups and global enterprises that need to hire smarter, build the infrastructure, and move faster than a full-time hire allows.

Email Aretia See how we work

Twenty years inside Apple, Microsoft, Juniper Networks, Etihad Airways, Upstream Systems, M42. Greenfield country builds, ATS build and transformation across 90 plus countries. Now applied to your business, at the level of seniority your next stage demands.

What we do.

Four problems we are usually called in to solve.

01 Infrastructure

Hiring infrastructure that scales.

The problem. Hiring is reactive, the tech stack is stitched together, and knowledge lives in someone's head.

The solution. A clean ATS, integrated CRM and assessment layer, designed around how your business actually works.

02 AI Recruitment

AI augmented recruitment, with a human in every gate.

The problem. Agencies are expensive, slow and inconsistent. Internal hiring is overwhelmed.

The solution. AI agents for sourcing, first gate screening using automation, document authenticity and interview capture, with recruiter override at every decision point.

03 Fractional Leadership

Fractional talent leadership.

The problem. You need senior judgement on hiring, org design and people operations, but a full-time CHRO or VP TA is the wrong shape and the wrong cost.

The solution. One to three days a week of senior TA leadership, embedded in the work.

04 Critical Hires

Critical hires, personally led.

The problem. The roles you cannot afford to get wrong are sitting open.

The solution. End to end ownership of the search, from defining what great looks like through to offer and onboarding.

Case studies.

Four engagements. From a single founder-led practice to global workforce transformations.

01
Global enterprise. 90 countries. Current engagement.

Global wind energy company.

A global renewable energy business, approximately 30,000 employees across 90 countries, mid-flight on a strategic talent acquisition transformation.

The problem

  • Legacy applicant tracking system constraining hiring quality, reporting and recruiter productivity.
  • A six month migration to a new global platform with complex stakeholder, data and process implications across every region.
  • Country teams operating with inconsistent processes, fragmented data and limited visibility.
  • Need for senior, hands on TA leadership independent of the platform vendor.

What Aretia is doing

  • Senior fractional advisor on the global ATS migration, partnering with the lead implementation partner and the in-house TA leadership and IT teams.
  • Mapping current state hiring processes across regions and surfacing the friction points the new platform has to resolve.
  • Coaching country and regional TA leads through the change, making sure the new system is adopted, not just deployed.

The outcome

  • A platform decision and configuration shaped by recruiter reality, not vendor defaults.
  • A migration plan with the change management discipline to actually land in country teams.
  • Senior TA leadership available to the programme without the cost or commitment of a permanent hire.
02
Global recruiter and human capital marketplace. hyring.ai · Current engagement.

Hyring AI.

A global marketplace and applicant tracking platform that lets companies engage vetted, independent recruiters and human capital experts on demand. Hyring brings together two specialist talent pools: experienced recruiters who can be embedded into a hiring function, and human capital experts across people operations, employer brand, organisation design, learning and total rewards, deployed against a defined need without a permanent hire.

The problem

  • Companies engage recruiters and people specialists in fundamentally different ways depending on the stage of the business, the criticality of the role, and the volume of demand. A single engagement model does not fit the market.
  • Many organisations carry a fixed TA and people overhead sized for peak demand and underused for the rest of the year.
  • Others have already cut their internal teams in a downturn and now find themselves with hiring volume or specialist requirements they have no way to deliver.
  • Building a global marketplace requires the marketplace logic, the underlying ATS, and a credibility layer that institutional buyers will trust.

What Aretia is doing

  • Working with the founder on the commercial architecture of the marketplace, including how recruiters and human capital experts are vetted, matched to clients, contracted, paid, and held to quality standards.
  • Bringing senior in-house TA leadership credibility to the table, the voice institutional buyers expect when evaluating a new platform for critical hiring or specialist work.
  • Helping frame the platform's positioning for enterprise buyers, including in-house TA and HR functions assessing fractional and on-demand capacity against their own headcount cost.
  • Pressure-testing engagement models with founder, scale-up and enterprise buyers to make sure they hold up commercially in the field.

The outcome so far

  • A marketplace positioned to serve everything from a single critical hire to embedded specialist capacity inside an enterprise TA function.
  • A go-to-market narrative that resonates with founder buyers, senior in-house TA leaders and HR leaders.

Three ways to engage talent through Hyring.

Embedded recruiter
Defined period. Inside the business.

A vetted recruiter works under the company's email address for the length of the project, delivering against a specific hiring need or specialist mandate.

Independent on a fractional basis
1 to 5 days per week. 1 to 12 months.

A recruiter or human capital expert deployed against current demand. Scales up and down with the business, removing the full-year overhead of a permanent hire.

Independent on success fee
Paid on hire.

Traditional contingent placement model for organisations wanting a defined commercial structure on individual roles.

Right-size the existing team.

Organisations carrying a TA or people function sized for peak demand can hold a leaner permanent core and bring in Hyring experts for the months that actually warrant the spend. Capacity arrives when the business needs it and leaves when it does not.

Backfill after a cut.

Organisations that reduced their TA or HR teams in a downturn often realise they still have specialist requirements such as a critical hiring push, an EVP refresh, a comp review or an ATS migration. Hyring lets them buy in the specialist for the period of the requirement, with no rehire and no permanent overhead.

Download the Hyring AI app
03
Founder-led clinical practice. UK.

UK based occupational therapy clinic.

A specialist UK based occupational therapy clinic, founder led, growing faster than its hiring and practitioner infrastructure could support.

The problem

  • Clinical hires were reactive and slow, with the founder personally involved in every step and high reliance on agencies.
  • No structured employer brand or candidate experience for a competitive clinical talent market.
  • No clean separation between hiring, onboarding and ongoing people operations.

What Aretia did

  • Built a lightweight hiring framework sized to a clinical practice, not a corporate.
  • Defined the employer value proposition for clinical talent and rewrote candidate facing content end to end.
  • Set up a single applicant tracking workflow with structured stages, scorecards and offer governance.
  • Designed a clinical onboarding journey covering credentialing, supervision and the first ninety days.
  • Coached the founder on hiring decisions for senior clinical roles.

The outcome

  • Time to hire for clinical roles materially reduced.
  • Founder time spent on early stage hiring stages cut, freeing capacity for clinical leadership.
  • Agency dependence reduced through a direct sourcing and referral engine.
  • A repeatable hiring engine that is scalable.
04
Composite engagement. Multi sector. GCC.

Large private and government workforce, GCC.

A composite engagement drawn from work with large private and government entities in the GCC, operating at scale across multiple sectors. Tens of thousands of placed workers, hundreds of recruiters, multiple source countries.

The problem

  • Hundreds of recruiters managing thousands of placements per year with no shared ATS, CRM and no workflow automation.
  • Application capture by email and phone or outdated applicant tracking system.
  • Source country sourcing globally running on individual recruiter effort and local agents.
  • Licence, passport and reference checks manual, paper based and slow, with no upfront authenticity screening.
  • Inconsistent candidate experience across sectors.
  • National pipeline (Saudisation, Emiratisation) not actively built or branded for, putting national quotas under pressure.
  • Career sites are not conversion engines with focus on candidate experience.

What Aretia did

  • Designed the end to end candidate workflow and the technology architecture to support it.
  • Set the technology selection criteria. Vendor agnostic.
  • Built the AI agent layer for outbound, screening, document authenticity and interview capture.
  • Built recruiter override into every gate.
  • Built a national pipeline stream for Vision 2030 and Emiratisation targets.

The outcome

  • A vendor agnostic technology decision shaped by friction points, growth trajectory, recruiter and candidate reality.
  • AI agents handling outbound, top level screening, document authenticity and interview capture.
  • A national pipeline stream built into the architecture, supporting Vision 2030 and Emiratisation targets.
  • Recruiter capacity freed for building relationships and trust with managers and candidates, understanding business growth levers and human judgement at the moments it matters.

The seven stage workflow.

01 · Attract
Hyper personalised career site, segmented by role, sector, country, language and nationality. Dedicated national pipeline stream built around company and country targets.
02 · Source
AI outbound agent prospecting across job boards, social and partner agent databases. Multilingual chatbot conversations on WhatsApp and SMS. Talent pools auto rebuilt from past applicants and silver medallists.
03 · Apply and screen
Mobile first apply. Knock out screening, mini assessment, and AI authenticity check on passport, national ID and trade or professional licences as the first gate.
04 · Assess and interview
Sector specific assessments. Human led with AI note taker writing competency coded notes directly into the candidate record so the matching engine works on demonstrated skills, not keyword search.
05 · Verify, licence and reference
Automated checks against national regulators and source country authorities. Digital reference workflows returning in hours, not weeks.
06 · Offer and mobilise
Digital offers in local language. Visa, medical and travel workflows auto-triggered. Pre arrival app with country, role and accommodation briefing.
07 · Onboard and retain
Day 1 to Day 90 nurture journey by sector and language. Pulse surveys and attrition risk scoring.

Recruiter time was concentrated where it creates real value: building trust with candidates, decision, offer, onboarding and client face time.

About.

Aretia is named for a Greek goddess, a mountain ridge, and an alpine plant that survives where conditions are hardest. Excellence, exposure, and resilience, the three things every great talent foundation needs.

The same principles that took me up Aconcagua, Ojos del Salado, Kilimanjaro, Lobuche East, Everest Base Camp and Mount Elbrus.

UAE Golden Visa holder. Australian citizen. UK resident. Based in Abu Dhabi.

  • Apple.Global recruitment role and greenfield country expansion in Africa, Europe and Saudi Arabia.
  • Microsoft and Juniper Networks.Multi country recruitment roles.
  • Upstream Systems.Startup to institutional talent transformation, including iCIMS ATS go-live.
  • Global Renewables.Senior advisor on the global ATS migration from SAP SuccessFactors to SmartRecruiters, approximately 30,000 employees across 90 plus countries.

Talk to Aretia.

Robyn Collins, Founder. robyn@aretia.co
linkedin.com/in/rcollins
Book a discovery call